NZQA registered unit standard
25057 version 2
Page 1 of 5
Title
Demonstrate and apply knowledge of EEO and diversity principles in
a public sector organisation
Level
6
Purpose
Credits
10
This unit standard is for people who are employed in or aspire to
leadership roles in the public sector.
People credited with this unit standard are able to: demonstrate
knowledge of EEO and diversity principles and concepts;
contribute to the development, implementation and review of
EEO and diversity plans in a public sector organisation;
contribute to the development of an environment which values
equality and diversity as an asset within a public sector
organisation; and promote action that incorporates diversity in
the work team and/or group in a public sector organisation.
Classification
Public Sector Services > Public Sector Management
Available grade
Achieved
Explanatory notes
1
Performance of outcomes of this unit standard will require recognition of the need for
management processes to be responsive to the needs of Māori in respect of the
requirements of the State Sector Act 1988, and the Treaty of Waitangi partnership
principles.
2
Performance of outcomes of this unit standard must comply with current legislation,
policies and procedures, which may include but are not limited to: Crown Entities Act
2004; Employment Relations Act 2000; Human Rights Act 1993; Local Government
Act 2002; New Zealand Bill of Rights Act 1990; State Sector Act 1988; The State
Services Code of Conduct, Standards of Integrity and Conduct (available from
http:/www.ssc.govt.nz) and/or any other agency specific code or codes of conduct
and/or ethics.
It is important to note that there is in most cases specific legislation relevant to the
organisation in which the candidate is employed. This must be included.
3
Resources
Useful resources can be found at:
EEO Trust website – http://www.eeotrust.org.nz; National Equal Opportunities
Network (NEON) website – http://www.neon.org.nz; and The Pay & Employment
Equity Unit’s website – http://www.dol.govt.nz/services/PayAndEmploymentEquity.
The Skills Organisation
SSB Code 100401
 New Zealand Qualifications Authority 2016
NZQA registered unit standard
25057 version 2
Page 2 of 5
4
Definitions
Diversity refers to the differences between individuals. Differences include age,
beliefs, values, culture, gender, interpersonal style, language, literacy and numeracy,
physical differences, religion, sexual orientation.
Equal Employment Opportunities (EEO) – an Equal Employment Opportunities
programme is defined in the State Sector Act 1988 and Crown Entities Act 2004 'as a
programme that is aimed at the identification and elimination of all aspects of
policies, procedures and other institutional barriers that cause or perpetuate
inequality in respect to the employment of any person or group of persons'.
Equality means treating people fairly and with respect, and ensuring equality of
access to opportunities. EEO is one aspect of equality in terms of this unit standard.
Equity groups consist of people that experience employment disadvantage at some
or all stages of the employment cycle.
Managing diversity is the process of creating a climate where group identities do not
inhibit any employee’s ability to contribute to organisational goals or achieve personal
career goals.
Public sector refers to the State sector (central Government), including the Public
Service, crown entities, non-uniformed staffs of the services and forces, offices of
Parliament; and all local authorities (local Government), including local authority
trading enterprises (LATEs).
Stakeholders are those individuals and groups, both inside and outside an
organisation, which have some direct interest in that organisation and its behaviour,
actions, products or services. Stakeholders may include clients, customers,
suppliers, special interest groups, statutory agencies, and other regulatory bodies
outside an organisation, and organisation executives, managers, team leaders and
supervisors, employees, other human resources, employee organisations, and other
employee representatives within an organisation.
5
This unit standard must be assessed against in a public sector workplace
environment.
6
Assessment against this unit standard will require evidence to be based on the
specified area of responsibility for which the role holder is accountable.
Outcomes and evidence requirements
Outcome 1
Demonstrate knowledge of EEO and diversity principles and concepts.
Evidence requirements
1.1
EEO and diversity are defined with reference to current government policy and
legislation.
Range
The Skills Organisation
SSB Code 100401
dimensions of diversity include – visible differences including age,
gender, ethnicity, some disabilities; non-visible differences
including personal responsibilities and interests, some disabilities,
education, knowledge, work style, personality, language.
 New Zealand Qualifications Authority 2016
NZQA registered unit standard
25057 version 2
Page 3 of 5
1.2
Employer responsibilities for EEO and diversity management are identified and
explained with reference to legislation governing the public sector, and in the
context of a specified public sector organisation.
1.3
Reasons for enhancing EEO and diversity management are identified and
explained with reference to a specified public sector organisation.
Range
1.4
reasons include but are not limited to – changing workforce
demographics that affect strategies to attract, develop, and retain
staff; need for innovative and productive workplaces; fairness;
equity; organisational outcomes.
Benefits that can accrue to organisations that effectively manage EEO and
workforce diversity are identified and described with reference to a specified
public sector organisation.
Range
benefits may include but are not limited to – attracting high quality
candidates, improved staff engagement, increased staff retention,
retention of high potential staff, reduced absenteeism, increased
customer satisfaction through better reflection of customer
diversity, reduced health and safety issues, enhanced
organisational image, improved productivity.
Outcome 2
Contribute to the development, implementation and review of EEO and diversity plans in a
public sector organisation.
Evidence requirements
2.1
Input into the development of EEO and diversity plans incorporates the principles
of EEO and diversity management from the perspective of the role holder’s area
of responsibility.
2.2
Changing, emerging and new trends in the role holder’s area of responsibility are
identified from recent evidence and are contributed to decision makers in a timely
manner to inform policy setting.
Range
trends may include but are not limited to – changes in staff
retention, equity groups, employee engagement, staff
demographics, recruitment and selection policies and procedures,
organisational policies and procedures, internal and external
factors.
2.3
Implementation plan is developed which outlines the actions and resources
needed to implement organisational EEO and diversity plans and the timescales
by which critical outputs and outcomes are to be achieved.
2.4
Implementation plan is documented and communicated throughout the role
holder’s area of responsibility in a manner and form to facilitate acceptance and
implementation by others, and in accordance with organisational requirements.
The Skills Organisation
SSB Code 100401
 New Zealand Qualifications Authority 2016
NZQA registered unit standard
25057 version 2
Page 4 of 5
2.5
Implementation of organisational EEO and diversity plans is achieved within
timeframes and in accordance with implementation plan objectives and
specifications.
2.6
Effectiveness of organisational EEO and diversity plans is reviewed and
opportunities to improve EEO and diversity planning are identified and are
contributed to decision makers.
Outcome 3
Contribute to the development of an environment which values equality and diversity as an
asset within a public sector organisation.
Evidence requirements
3.1
Factors which contribute to developing an environment which values equality
and diversity are identified, agreed with, and communicated to individuals and
team.
3.2
Opportunities are taken to promote the benefits of equality and diversity to
stakeholders, and to create a positive climate of acceptance and support.
3.3
Behaviours that demonstrate respect and support for equality and diversity are
incorporated in planning and modelled in work practices in a public sector
organisation.
Range
evidence is required of three behaviours.
3.4
Initiatives to advance the position of equity groups within the team and/or group
are identified and implemented in accordance with the established equality and
diversity plan in a public sector organisation.
3.5
Barriers are identified and minimised to ensure full participation by individuals
and team in work and development activities in accordance with organisational
requirements.
3.6
Development opportunities to assist individuals and team members to perform
effectively in a diverse environment are implemented in accordance with
organisational requirements.
Outcome 4
Promote action that incorporates diversity in the work team and/or group in a public sector
organisation.
Evidence requirements
4.1
Diverse attributes of individuals are identified and incorporated in work team
and/or group planning in accordance with organisational requirements.
The Skills Organisation
SSB Code 100401
 New Zealand Qualifications Authority 2016
NZQA registered unit standard
4.2
Resources and initiatives to foster and take advantage of diversity in the team
and/or group are identified and incorporated in work team and/or group planning
in accordance with organisational requirements.
resources and initiatives may include but are not limited to –
diversity training material, values statements, diversity policies,
networking groups, in-house newsletters, focus groups, mentoring,
performance management systems that reflect a diversity focus.
Range
4.3
25057 version 2
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Ongoing developments and strategies in managing diversity are identified and
implemented into work teams and/or group in accordance with organisational
requirements.
Planned review date
31 December 2013
Status information and last date for assessment for superseded versions
Process
Version Date
Last Date for Assessment
Registration
1
22 August 2008
31 December 2013
Revision
2
20 October 2011
N/A
Consent and Moderation Requirements (CMR) reference
0121
This CMR can be accessed at http://www.nzqa.govt.nz/framework/search/index.do.
Please note
Providers must be granted consent to assess against standards (accredited) by NZQA,
before they can report credits from assessment against unit standards or deliver courses
of study leading to that assessment.
Industry Training Organisations must be granted consent to assess against standards by
NZQA before they can register credits from assessment against unit standards.
Providers and Industry Training Organisations, which have been granted consent and
which are assessing against unit standards must engage with the moderation system that
applies to those standards.
Requirements for consent to assess and an outline of the moderation system that applies
to this standard are outlined in the Consent and Moderation Requirements (CMR). The
CMR also includes useful information about special requirements for organisations wishing
to develop education and training programmes, such as minimum qualifications for tutors
and assessors, and special resource requirements.
Comments on this unit standard
Please contact The Skills Organisation at info@skills.org.nz if you wish to suggest
changes to the content of this unit standard.
The Skills Organisation
SSB Code 100401
 New Zealand Qualifications Authority 2016